Interact measures the impact of its training by assessing the Work Behaviors of employees and leaders at several points. The design format could be pictorially represented in the following way:
A measure is taken before the training (x) begins, immediately after the training ends and several times thereafter. The purpose of taking a pre-measure is to establish a baseline against which future measures can be statistically compared. Multiple post-measures provide data immediately following training to assess the short-term impact and at key points in the future to measure long-term skill maintenance.
Interact is committed to measuring whether training leads to actual behavior change in the work environment. In order to assess a person's Work Behaviors, the people who work with the person are asked how he or she handles a wide range of specific problem situations. These surveys use 360° feedback technology to assess behavior change. The questions are behaviorally anchored and focus on skills that will make a difference in the workplace.
The Work Behaviors are outcome measures. They are affected by a variety of training processes that can be measured using their own as in-process measures. Interact uses the following in-process measures to assess the training process: Participants' understanding of the skills (measured using traditional paper-and-pencil test); their ability to perform the skills (tested in fron ot a video camera); and their motivation to use the skills (measured in a self-report survey). These in-process measures allow Interact to fine-tune its training and pinpoint implementation problems.